Ms. Lawson is a former employee of Greene’s Jewelry Wholesale LLC, which is located in Derry, New Hampshire. The Company is known for manufacturing and distributing high-end costume jewelry, which is made from a synthetic gold-colored material called Ever Gold. “Ever Gold is impervious to scratches, discoloration, oxidization, and is marked as everlasting gold” (Greene and Howell, 2016), which is the main asset of the company. Ms. Lawson was a junior executive secretary employee in the research and development department at Greene’s Jewelry for three years. Ms. Lawson recently learned she is pregnant and informed Lisa Peele about the good news. After three years of service with the Company, the Human Resource Manager, Lisa Peele notified Ms.
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Lawson countersuits Greene’ Jewelry and made petition that she was wrongfully terminated based on evidences that are untenable in the Court of Law. Ms. Lawson perception to countersuit Greene’s Jewelry led to her belief that she was terminated after informing Lisa Peele about her pregnancy news. We, the legal group find Ms. Lawson justification against Greene 's Jewelry for wrongful termination will not uphold in the Court of Law. It is our duty as the legal group to dismiss the presented claim against Greene’s Jewelry by providing evidences supporting Ms. Lawson confidentiality agreement violation. Providing the company’s top competitor, Howell Jewelry World, the secret development process of Ever-Gold is unlawful and puts the company’s competitive advantage at risk. This is a technique licensed by the company and is significantly critical to the company’s continuous …show more content…
McConaughy v. The Boswell Oil Company No. C-970218 (1998): Cynthia filed suit against Boswell Oil Company after terminating her. Mrs. McConaughy claims she was unlawfully terminated in breach of the Pregnancy Discrimination Act. Boswell Oil advised the court to use the prima facie analysis. This test would require McConaughy to demonstrate that there was a connection between her pregnancy and the adverse employment decision, in which she was unable to provide direct evidence. Therefore, the court ruled in favor of Boswell Oil Company stating that Mrs. McConaughy was given adequate pregnancy leave under the Family Medical Leave Act of 1993 keeping in mind the employer has no maternity or disability leave policy. Plaintiff provides no evidence that she was subjected to an adverse employment decision or that another employee in similar situation in her inability to work received more favorable benefits. Title VII of the Civil Rights Act of 1964 claim was dismissed against the Boswell Oil
Lawson countersuits Greene’ Jewelry and made petition that she was wrongfully terminated based on evidences that are untenable in the Court of Law. Ms. Lawson perception to countersuit Greene’s Jewelry led to her belief that she was terminated after informing Lisa Peele about her pregnancy news. We, the legal group find Ms. Lawson justification against Greene 's Jewelry for wrongful termination will not uphold in the Court of Law. It is our duty as the legal group to dismiss the presented claim against Greene’s Jewelry by providing evidences supporting Ms. Lawson confidentiality agreement violation. Providing the company’s top competitor, Howell Jewelry World, the secret development process of Ever-Gold is unlawful and puts the company’s competitive advantage at risk. This is a technique licensed by the company and is significantly critical to the company’s continuous …show more content…
McConaughy v. The Boswell Oil Company No. C-970218 (1998): Cynthia filed suit against Boswell Oil Company after terminating her. Mrs. McConaughy claims she was unlawfully terminated in breach of the Pregnancy Discrimination Act. Boswell Oil advised the court to use the prima facie analysis. This test would require McConaughy to demonstrate that there was a connection between her pregnancy and the adverse employment decision, in which she was unable to provide direct evidence. Therefore, the court ruled in favor of Boswell Oil Company stating that Mrs. McConaughy was given adequate pregnancy leave under the Family Medical Leave Act of 1993 keeping in mind the employer has no maternity or disability leave policy. Plaintiff provides no evidence that she was subjected to an adverse employment decision or that another employee in similar situation in her inability to work received more favorable benefits. Title VII of the Civil Rights Act of 1964 claim was dismissed against the Boswell Oil